OKR (Objective and Difference between Key Results) is a performance management framework that has become popular among technology companies and high-level businesses. It helps organizations set clear goals and measure their progress with concrete metrics. This article will explain what OKR is, the components of OKR, the benefits of OKR for companies, provide examples of OKR, and detail the differences between OKR and KPI (Key Performance Indicator).
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List of contents
What is OKR?
OKR Components
Benefits of OKR for Companies
OKR Exampl!
ifference between OKR and KPI
What is OKR?
OKR stands for “Objective and Key Results.” It is an approach design! to help organizations set focus on how close users are to achieving their goals: clear goals and measure their progress toward achieving those goals. OKR has two main components: Objectives and Key Results.
OKR Components
Objective : An objective is a high-level statement that describes what an organization, team, or individual wants to achieve within a specific time period. It should be clear, ambitious, inspiring, and measurable. Objectives typically focus on the “what” you want to achieve.
Key Results : Key Results are a set of measures that describe how progress toward be numbers achieving the objectives will be measur!. Key Results should be concrete, measurable, and realistic. They provide guidance on “how” the objectives will be achiev!.
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Benefits of ODifference betweenKR for Companies
Better Focus : OKRs help Difference between organizations stay focus! on the most important goals. This helps avoid overloading tasks that are not relat! to the main goal.
Employee Engagement : OKRs link organizational goals to individual and team goals, thereby increasing employee engagement and motivation.
